Electronic Medical Records Part III
HCS/587
December, 16th, 2013
Describe how the effectiveness of your organizational change will be determined once it is implemented.
Change can be viewed as negative or positive depending on how it’s presented. It can be met with resistance probably due to lack of simple oversights, lack of persistence, poor communication, or other more personal vulnerabilities (Bert, Spector, 2010.The goal of the change should be identified before implementing it into the organization. Status reports, evaluations, and periodic surveys are all useful resources for determining the effectiveness of an organizational change (Bert Spector, 2010).
The effectiveness of change will be determined by the Proper communication between the organization and the staff: The staff and the leaders will communicate effectively about the change; they will discuss how the change has affected them positively and negatively, The saying goes that “Once man understands an idea; he can identify with it, acknowledge it, and make it his own" Aristotle. Throughout the change, it’s important for the developed skills of written communication, meeting management and presentations to determine if the change has been effectively implemented (Bert Spector, 2010).
Another way to determine the effectiveness of the change will be through monitoring, and measuring of the change that is the implemented. Measurement could include employee and customer surveys tool to measure progress of the change. This helps to clarify the purpose and direction of the change effort, by encouraging the employees to consider its specific impact in unambiguous terms. Measurement tells people what you care about , Tracks the effectiveness of the change effort both tells people that it is important and provides a way to judge how well it is being implemented, or how well it was designed (Bert Spector, 2010).
Use of observation is another method that will determine the effectiveness of the change. An observation is designed to allow the OD practitioner to see firsthand what is occurring with implemented change, the managers can use this method to observe the behaviors of the employees towards the change. It can determine whether the employees are adopting, adjusting to change or they are still resisting to it (Bert Spector, 2010).
Review the progress of the change every month and see if the there any area that not progressing as expected and check for need for improvement in those areas that are not working. Check and see if some employees are struggling with the change, and find ways of helping them, maybe they need more training, or support to adjust. Provide support and training needed have a successful change.
Collect and report data regularly, this is important in providing an ongoing stream of objective information that keeps the company aligned with business goals. The reports are made simple, enabling all the stakeholders to understand and appreciate the results. With this strategy, the company will identify opportunities and threats earlier and better manage employee expectations (Barbara Armstrong, 2013).
Analyze possible outcome measurement strategies related to organizational change processes. Determinants of strategy include organizational and environmental factors, and the outcomes reflect both internal changes and external relationships (Bailey, 1992). EHR adoption will continue to grow and with it, better access to important clinical information that can be helpful to improving U.S. healthcare (Benefits of EHR, 2007). Possible outcome measurement strategies of EMR/EHR implementation at my facility will include:
Improved Information Availability: With EHRs, patients' health information will be available in one place, when and where it is needed. Providers will have access to the information they need, at the time they need it to make a decision. Patients charts are always carried and used to different departments in the facility, Sometimes Doctors cannot find the charts to be able to assess patients, with the EMR; all departments have the information they need right in front of them without searching for the chart (Benefits of EHR, 2007).
EHR/EMR will be the Foundation for Quality Improvements at the facility: Reliable access to complete patient health information is essential for safe and effective care. EHRs place accurate and complete information about patients' health and medical history at providers' fingertips. With EHRs, providers can give the best possible care, at the point of care. This can lead to a better patient experience and, most importantly, better patient outcomes (Benefits of EHR, 2007).
EHRs implementation will Support the Provider Decision Making, EHRs will help providers make efficient, effective decisions about patient care, through: Improved aggregation, analysis, and communication of patient information (Benefits of EHR, 2007). All departments at our facility can communicate the patients progress to physicians through the use of EMR, the physician can easily access the information without walking from one department to another. Evert needed piece of information to determine patients care and progress will be accessed with the use of EMR, EHR.
When health care providers have access to complete and accurate information, patients receive better medical care. Electronic health records (EHRs) Implementation will lead to improved ability to diagnose diseases and reduce or even prevent medical errors, improving patient outcomes. Doctors can diagnose patient based the accurate vital signs and nurses assessment viewed computer. We usually have to call doctors to give them information on patients’ conditions, we don’t have Doctors at our facility 24 hours a day, they come two -three a week. With the EMR, doctors can view patient’s change of condition at their offices and provide the diagnoses and treatment (Benefits of HER, 2007).
Determine how you will measure quality, cost, and satisfaction outcomes to evaluate your proposed organizational change.
The expense of making changes within an organization is often difficult to measure from a pure cost standpoint. Similarly, the advantages acquired from revised operations may not be readily measured. Where possible, however, every attempt should be made to evaluate the real savings obtained from a planned change by creating measurable goals. Proposed changes in products, processes, and service activities should be quantified, if possible, before the desired modifications are implemented (Bailey, 1992).
You can measure the quality of the change through surveys and observation of the change. Surveys determine how the company has progressed with the change and what is needed for the change to keep progressing. Surveys can have questions such as, has the creation EMR and elimination of paper documentation resulted in more effective work flows, improved communication practices, and management monitoring? Compare the previous work ethics to the present, is there any improvement? Check for the reduction of medication errors and proper documentation since the implementation of EMR. Observe the employees behaviors and reaction to the change, are they more accurate in interpreting doctors’ writings?
Quality can be measured through the Quick access to patient records, efficient care Enhanced decision support, and medical information Performance-improving tools, complete documentation that facilitates accurate coding and billing Interfaces with labs, registries, and other EHRs Safer which results in better patient experience and, most importantly, better patient outcomes (Benefits of HER, 2007).
As the company works to improve the implementation of the change, the company will continue to calculate the costs on a monthly basis and track them against baseline and benchmarked costs. Continue to look for additional improvement opportunities (Barbara Armstrong, 2013). Costs are important when implementing a change, the finances depends how far you go with the change in progress. With the EMR change, it is costly to implement this change since it requires finances for the trainers, to buy software, computers, and to continuously maintain the software (Barbara Armstrong, 2013). The company will use a track sheet with the expenses spend on the change each month; the company will review and determine if the expense is within the budget or it going overboard. The company will then determine how to progress with the change figures obtained from the reviewed financial sheet.
A survey will be carried out each month to determine the satisfaction of the change in progress. The company will use regular “listening meetings” where people could ask questions and voice their concerns (Barbara Armstrong, 2013).They survey will be either through calling employees, or written one with questions rating from scale of one to ten, on how the employee are dealing with the change, how they value the change, if the change helpful in their work, if they feel supported by their immediate managers and the cooperate.
These surveys will also a have a potion which allows the employees to voice their take on the change and have suggestions to make this change better for them. Use employee surveys to learn people’s perceptions of issues tied the implementation in process, such as the level of physical comfort, degree of collaboration, or quality of group decision-making(Barbara Armstrong, 2013). Have working conditions been improved and stressful conditions been reduced for our employees with this implementation? Have we successfully implemented the use of new technology? Have we ensured that requirements for new operating practices and skills have been addressed and resolved? Has the organization become more flexible and proactive in generating responses to meeting the needs of the employees? (Nancy Landahl, 2010).
Reference:
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed). Chpt 6.Upper Saddle River, NJ: Pearson Prentice Hall.
Landahl Nancy( 2010).How to measure the effectiveness of change in he Business.http://www.ehow.com/how_7383164_measure-effectiveness-change-business.html#ixzz2n6c80Fxy
Bailey, D. (1992). The strategic restructuring of nonprofit associations: An exploratory study. Nonprofit Management and Leadership, 3(1), 65-80.
Armstrong,T, B( July,16,2013).Four Steps for Measuring Workplace Design Investments. Retrieved online from http://www.forbes.com/sites/barbaraarmstrong/2013/02/18/four-steps-for-measuring-workplace-design-investments/
Benefits of EHR: Health Care Quality & Convenience. Retrieved on line from http://www.healthit.gov/providers-professionals/health-care-quality-convenience
You May Also Find These Documents Helpful
-
Monitoring change processes during/after implementation determines the effectiveness of the organizational change, unsuspected problems and reveal potential solutions to problems that surface during the change. Dr. Lindsey Medical Clinic recently employed a filing staff to sort records, file records in accordance with the correct patient, and scan records into electronic format. The monitoring process consist of training two file room employees to use a computerized change monitor software. The change monitor software implementation addresses performance evaluations based on questionnaires, predefined data, and focuses on the change initiative, process/strategy. The software balances the organizations requests because “it can be hard to know what your organization needs to successfully navigate the change process and measure its progress” (Savage, 2011, p. 1). The change software informs management of the successfulness of change, reveals problem areas, and provides corrective insight tactics. The change software “helps people learn how they react individually and as a group to the change or changes and to switch their thinking from a negative reaction to change to a positive one” (Savage, 2011, p. 1).…
- 1877 Words
- 8 Pages
Powerful Essays -
According to Harvard Business Review, 70 percent of all change initiatives fail to achieve desired goals. A survey performed by Deloitte & Touche Consulting identifies the need for heavy investment in the area of change management. An American Management Association survey reveals the poor performance of change management programs and structures within the 259 interviewed organizations.…
- 5885 Words
- 24 Pages
Powerful Essays -
Employees' play a big role in the change program. They have to work together as a team to implement the change.…
- 518 Words
- 3 Pages
Satisfactory Essays -
These changes must be measurable with convincing statistics, visible for change must be observed, relevant to the business and relevant to the situation at hand. The steps that can be taken for long term change include creating need or urgency for the change, convince affected persons that the change is essential, create a vision for the change, eliminate obstacles and finally anchor the change to corporate culture (Leung et al., 2005). The culture supports change since part of it is focused on innovation. Innovation at times requires a change of regular practices and norms. Therefore, the organization may be able to achieve this result if the culture. The structure of the business similarly supports change. Only two people head the venture thereby a cause for change might not receive resistance (Leung et al.,…
- 877 Words
- 4 Pages
Good Essays -
According to (Kotter & Schlesinger, 1979) employees may resist change for several reasons such as self-interest, lack of understanding, lack of trust in management deferring assessments of the need for change, and a general low tolerance for change (Baack, 2012 Sec. 10.4 Para. 2). The only thing that is consistent about change is change. Change affects individuals in different ways; some may welcome it while others may struggle with it. Change is a step process of growth that we all must treasure and respect as it will surely happen. Change can be positive for an organization, and one must confront it as it provides us the ability to create value-added services for the organization and the public.…
- 1571 Words
- 5 Pages
Best Essays -
Change is one of the most basic and consistent basis of life, it is constant throughout every aspect of our lives. Even with its consistent nature and ever presence, it is our human nature to avoid and resist it. The Heart of Change, by John Kotter and David Cohen (2002), shows the processes by which all the negative atmosphere around change can be made to be positive and change can be effective. Kotter and Cohen focus on redirecting attitudes about change and minimizing the disruptions and aberrations caused by change. The pair lay out an eight step method of effectively creating organizational change. These steps run a great parallel to the text, Organizational Behavior and Management, by Ivancevich, Konopaske, and Matteson,…
- 2380 Words
- 10 Pages
Powerful Essays -
Building on the analysis of a problem in your organisation (used in assignment 1), analyse what changes are needed. What processes will you use to implement changes?…
- 1199 Words
- 5 Pages
Good Essays -
New changes must be implemented. You must be able to grasp this concept to be competitive into today’s ever changing marketplace. Changes will be made in the best interests of the company. The implications and employee reactions and how you manage, plan, and the overall outcome is key part.…
- 426 Words
- 2 Pages
Good Essays -
Change initiative can be very beneficial from feedback loops. An organization may not see the change that is design and put in place and feedback loops may help with broadening and refining the original perspective (Judge, 2015). According to Judge (2015), “some change initiatives are just wrong-headed, and the communication system should enable the rest of the organization to weigh in on its overall worth and efficacy.” In addition, new things are learned as change initiatives are rolled out. However, feedback loops can provide information that is conflicting so most systems may ignore the information because it may become difficult to sort out the differences (Judge, 2015).…
- 526 Words
- 2 Pages
Satisfactory Essays -
The explosion of information technology has opened a new realm of communication and information technology. This has given enlightenment and development to many fields which affect our lives directly or indirectly, these does not exclude medical record system. A medical record in general is a systematic documentation of a single patient's long-term individual medical history and care. The term 'Medical record' is used both for the physical folder for each individual patient and for the body of information which comprises the total of each patient's health history. (Moyle, 1976).…
- 1662 Words
- 7 Pages
Powerful Essays -
In order for a change management initiative to be successful, the interventions must be linked to the diagnosis findings. Individuals impacted by change need to be able to see and feel that the interventions are responsive to the concerns raised. Interventions are a “set of sequenced planned actions or events intended to help an organization increase its effectiveness” (Cummings 151). For change practitioners, designing interventions provides a unique opportunity to evaluate if their models for change function. There are 3 main criteria that help to define an effective intervention: how well does it fit the needs of the organization? Is the intervention based on knowledge that the outcomes are possible? Is the organization’s capacity to manage change enhanced through the intervention? To create an effective strategy for an organization, a change agent must be able to interweave the change situation contingencies and the change target contingencies together to amalgamate the best possible intervention, whether that is a Human Process Intervention, a Technostructural Intervention, a Human Resources Management Intervention, or a Strategic Intervention.…
- 1140 Words
- 5 Pages
Better Essays -
This paper will discuss the implementation of change in an organization. The first section will identify different factors that a leader must use to determine where and in what areas change is needed in order to progress. The second section will explain the acceptance and readiness for change in an organization along with continuous learning skills, adaptation, and the way to improve an organization.…
- 741 Words
- 3 Pages
Satisfactory Essays -
• Assess the effect of the change and determine the level of success as compared…
- 1966 Words
- 8 Pages
Better Essays -
Today, teams and organizations face rapid change like never before. Globalization has increased the markets and opportunities for more growth and revenue. However, increasingly diverse markets have a wide variety of needs and expectations that must be understood if they are to become strong customers and collaborators. The ability to manage change in an organisation, while continuing to meet the needs of stakeholders, is a very important skill required by today 's leaders and managers. Organizational change is undertaken to improve the performance of the organization or a part of the organization, for example, a process or team.…
- 3714 Words
- 15 Pages
Best Essays -
For this to be a successful change process it is highly important that leadership is effective within this initiative. It is typical for employees to have a negative reaction to change within a corporation. This is because the individuals experiencing the change have reactions that are dependent on a multitude of characteristics. Most of these characteristics are uncontrollable. The characteristic that is controllable is the quality of communication and the support received from leadership. This will have a large impact on how employees perceive and react to the changes within the organization (Wanberg & Banas, 2000).…
- 826 Words
- 4 Pages
Good Essays